Treasurer and Controller Job Description Template

In plain language: States the job title, the organizational level of the role, who the incumbent reports to (typically the CEO or CFO), and the primary purpose of the position in one concise paragraph.

Common mistake: Listing dual reporting lines to both a CEO and a Board Finance Committee without clarifying which takes precedence — this creates conflicting directives and makes performance management nearly impossible.

In plain language: Defines the treasurer-side responsibilities: cash flow forecasting, banking relationship management, investment of short-term funds, debt management, and foreign exchange exposure.

Common mistake: Omitting a minimum credit rating or investment policy reference for short-term funds, leaving the role with unguided discretion to invest in instruments of inappropriate risk.

In plain language: Covers preparation of monthly, quarterly, and annual financial statements, general ledger oversight, accounts payable and receivable, payroll supervision, and compliance with GAAP or IFRS.

Common mistake: Not specifying the number of business days for month-end close — leaving the timeline undefined results in missed board reporting deadlines and deteriorating financial discipline.

In plain language: Requires the incumbent to design, implement, and monitor internal control procedures, including segregation of duties, and to serve as primary liaison with external and internal auditors.

Common mistake: Assigning audit liaison duties without granting the authority to request documents and personnel time from other departments — the role becomes a gatekeeper with no gate.

In plain language: Defines responsibility for leading the annual budgeting process, producing rolling forecasts, and providing financial analysis to support strategic decisions.

Common mistake: Describing forecasting responsibilities without specifying the forecast horizon or update frequency — a quarterly forecast that should be weekly provides no operational value to the executive team.

In plain language: Specifies the minimum and preferred educational credentials, professional designations (CPA, CFA, CTP), and years of relevant experience required for the role.

Common mistake: Listing only preferred qualifications without distinguishing required ones — this creates legal exposure in jurisdictions where job descriptions are used as the basis for discrimination claims if a rejected candidate held all listed qualifications.

In plain language: States the base salary range, bonus eligibility, benefits, equity participation if any, and the cadence of formal performance reviews tied to the role's KPIs.

Common mistake: Publishing a salary range without the word 'commensurate' or an equivalent qualifier — in jurisdictions that require salary transparency, a fixed number without context can become a binding floor regardless of the candidate's experience level.

In plain language: Prohibits the disclosure of financial data, banking credentials, investor information, and internal control procedures during and after employment, and requires compliance with the company's information security policy.

Common mistake: Relying on a blanket confidentiality clause without specifying that it covers pre-release financial data — a gap that can allow earnings estimates or cash position details to be shared before an audit or financing event without technical breach.

In plain language: Requires the incumbent to stay current with applicable accounting standards, tax regulations, and industry-specific financial reporting requirements, and to implement changes within specified timelines.

Common mistake: Listing compliance obligations without assigning responsibility for monitoring regulatory changes — new standards (e.g., ASC 842 lease accounting) have caught organizations off guard when no one was designated to track effective dates.

In plain language: States the notice period required for resignation or termination, and the incumbent's obligation to assist with financial records handover, audit continuity, and banking authority transitions.

Common mistake: No handover obligation at all — a treasurer-controller with sole signing authority over bank accounts who resigns without a transition plan can leave the organization unable to process payroll or vendor payments for weeks.

A treasurer and controller is a senior finance professional who combines two traditionally separate roles. The treasury function covers cash management, banking relationships, short-term investment, debt oversight, and foreign exchange exposure. The controllership function covers financial reporting, general ledger management, internal controls, audit coordination, budgeting, and tax compliance. Organizations that combine these roles typically do so to reduce headcount cost while maintaining full financial oversight under a single accountable officer.

A job description can carry legal weight in several contexts. When signed by both employer and employee, it typically forms part of the employment contract and can be referenced to define the scope of duties, performance expectations, and termination grounds. Courts in the US, Canada, the UK, and the EU have used job descriptions as evidence in wrongful dismissal, discrimination, and wage classification cases. A signed, well-drafted description is stronger protection than an unsigned one in any jurisdiction.

At minimum, a bachelor's degree in accounting, finance, or a related field and five or more years of progressive finance experience. A CPA designation is strongly preferred for the controllership component; a Certified Treasury Professional (CTP) credential is recognized for the treasury component. Experience with the organization's ERP system, knowledge of the applicable accounting standard (GAAP or IFRS), and prior public accounting or audit experience are commonly listed as preferred qualifications. The required versus preferred distinction matters for consistent, defensible hiring.

A treasurer focuses on the organization's cash position, liquidity, banking relationships, short-term investments, and debt management — essentially managing where money is and how it moves. A controller focuses on the accuracy and integrity of financial records — producing financial statements, maintaining the general ledger, managing accounts payable and receivable, supervising payroll, and coordinating audits. When combined into a single role, the position typically suits mid-sized organizations that need both functions but cannot justify two separate senior hires.

Compensation varies significantly by organization size, industry, and geography. In the United States, the combined role typically ranges from $90,000 to $160,000 per year for mid-sized organizations, with bonus eligibility of 10–20% of base salary. In Canada, the range is generally CAD $95,000 to CAD $145,000. In the UK, the equivalent role typically commands £65,000 to £110,000. Roles in regulated industries such as financial services or healthcare, or those with public company reporting obligations, tend to attract compensation at the upper end of these ranges.

A CPA is not universally required, but it is the most recognized credential for the controllership component of the role. Organizations subject to GAAP-based audit requirements or SEC reporting typically require a CPA. For the treasury component, a Certified Treasury Professional (CTP) or CFA designation is more relevant. In practice, most job postings list CPA as strongly preferred and CTP as a bonus — the specific requirement should reflect the emphasis the organization places on each function.

Common KPIs include: days to close (target 3–5 business days for month-end), accuracy of cash flow forecasts versus actuals (variance less than 5–10%), audit completion date relative to regulatory deadline, accounts payable days outstanding, accounts receivable days outstanding, budget-to-actual variance by cost center, and covenant compliance status. KPIs should be documented in a Schedule A attached to the job description and reviewed annually.

A job description defines the scope of the role — duties, qualifications, reporting lines, and performance expectations. An employment contract governs the legal relationship — compensation, benefits, IP assignment, confidentiality, non-compete, termination, and severance. Both documents are needed for a complete, enforceable employment arrangement. The job description is typically attached as a schedule to the employment contract or referenced by it, so that role scope and legal obligations are linked in a single documented package.

In most US states, two to four weeks is standard, though some employers negotiate four to eight weeks for senior finance roles given the operational disruption caused by an unplanned vacancy. In Canada, the Employment Standards Act minimum is typically two weeks, but common-law entitlements for senior roles can run significantly longer. In the UK, one month is a common contractual standard for director-level finance roles. The notice period should always be paired with a structured handover obligation to protect continuity of banking authority and audit schedules.